Are Recruiters Worth Your Time

Are Recruiters Worth Your Time (Im sure the recruiters reading this post are saying are certain candidates worth MY time?) Within 30 days of getting my own personal pink slip I had 30 recruiters in my network. Ok, let me rephrase that I had 30 recruiters on my Excel Spreadsheet (why wasnt JibberJobber around when I needed it!), with dates of when I had sent my resumes to them. I had even met with two of them in their offices. One turned out to be one of my favorites because he was so honest with me he said Jason, youll find a job for yourself before I find a job for you. I took that as a quasi-compliment and I was a little bumbed at the same time because I thought that finding the right recruiter was like finding the silver bullet. Daves comment started me thinking about what the real recruiter/candidate relationship is like. Oh yeah, the other recruiter that I met with in person oh boy. Theres a lame story. You can read about it here. So, with my 30 recruiters that I had sent resumes to, I had a number that NEVER responded. Not even with an e-mail saying I got it, thanks. I called to follow-up and got somewhat brushed off. I didnt understand what was going on I just couldnt understand this relationship at all. So I have a list of what I would consider LAME recruiters that is, those that heavily advertise to job seekers but cant seem to find their phone or keyboard to get back with you. I know all recruiters are very busy doing important things but it really was shocking to go from General Manager and everyone returns my calls to job seeker and no one, not even the guys that are supposed to be helping me, returns my calls! So after the post on my favorite recruiters I got this e-mail from Dave about WHY recruiters dont return calls. In the recruiter blogsphere this is becoming something of a tired subject (all those recruiters know why they dont return calls) but I think as a job seeker it is critical to understand what your resources are, and how to work with them. That includes what drives them, etc. Here is the unadulterated from Dave (ok, the bolds are my additions check out the last lines!!): To net it out A good recruiter with a great pipeline can fill 2-3 positions a month or about 25-30 year. That is it. So there are 25-30 people that think we are great because we got them a great job with better pay etc. However, simultaneously over the course of that same year, we will receive several hundred, if not thousands of resumes of people that are looking. It is impossible to remember them all. Because our pay check comes from the company and not from the candidates, there is only so much we can do. If I have 3 positions for Oracle DBAs, I am going to be talking to as many DBAs as I can to find that are qualified, interested, realistic candidates. If you are not an Oracle DBA, and it is going to take me 2-3 months to fill those positions, no one else is going to be hearing from me during that time. etc. So sadly, many people register with us or send us a resume and dont hear back from us often enough. Maybe I have 500 Oracle DBAs on file but never have a compan y willing to use my services to find a DBA then what? They dont hear from me. I would suggest too that many employed technical people get sick and tired of hearing from recruiters. They get called all the time because their skill set is in such high demand, that we are forever checking in with them to see if the timing is right yet. It is a tough balancing act but at the end of my day, I have to be focused on my client companies needs. I have to find qualified candidates for whatever positions I am currenlty recruiting on. If your skills fit, you will hear from us, if they dont you wont. If your skills are too common, we may only have to call 15-20 people to find 5-6 that are interested. If we do, we are not going to call the other 300 that have the same skills. The key for the candidates is to have a relationship with the recruiter so that YOU are one of the first 5-10 people they call first, when they have an opening. So, my answer to are recruiters worth your time is ABSOLUTELY. But realize what they are all about (heres one example an important read, heres another one)! Unless you are one of the 25 that Dave mentions, they arent going to be your silver bullet. They arent going to get you a job in a week (well, sometimes it might work out that way). I suggest you develop relationships with them to stay on the top of their list. And that includes figuring out how you can provide value to them when you arent looking (i.e., take their calls, and refer them to your buddies). Its all about the relationships, or as Keith Ferrazzi says, the intimate relationships (plural = get more than one recruiter to work with)! Are Recruiters Worth Your Time (Im sure the recruiters reading this post are saying are certain candidates worth MY time?) Within 30 days of getting my own personal pink slip I had 30 recruiters in my network. Ok, let me rephrase that I had 30 recruiters on my Excel Spreadsheet (why wasnt JibberJobber around when I needed it!), with dates of when I had sent my resumes to them. I had even met with two of them in their offices. One turned out to be one of my favorites because he was so honest with me he said Jason, youll find a job for yourself before I find a job for you. I took that as a quasi-compliment and I was a little bumbed at the same time because I thought that finding the right recruiter was like finding the silver bullet. Daves comment started me thinking about what the real recruiter/candidate relationship is like. Oh yeah, the other recruiter that I met with in person oh boy. Theres a lame story. You can read about it here. So, with my 30 recruiters that I had sent resumes to, I had a number that NEVER responded. Not even with an e-mail saying I got it, thanks. I called to follow-up and got somewhat brushed off. I didnt understand what was going on I just couldnt understand this relationship at all. So I have a list of what I would consider LAME recruiters that is, those that heavily advertise to job seekers but cant seem to find their phone or keyboard to get back with you. I know all recruiters are very busy doing important things but it really was shocking to go from General Manager and everyone returns my calls to job seeker and no one, not even the guys that are supposed to be helping me, returns my calls! So after the post on my favorite recruiters I got this e-mail from Dave about WHY recruiters dont return calls. In the recruiter blogsphere this is becoming something of a tired subject (all those recruiters know why they dont return calls) but I think as a job seeker it is critical to understand what your resources are, and how to work with them. That includes what drives them, etc. Here is the unadulterated from Dave (ok, the bolds are my additions check out the last lines!!): To net it out A good recruiter with a great pipeline can fill 2-3 positions a month or about 25-30 year. That is it. So there are 25-30 people that think we are great because we got them a great job with better pay etc. However, simultaneously over the course of that same year, we will receive several hundred, if not thousands of resumes of people that are looking. It is impossible to remember them all. Because our pay check comes from the company and not from the candidates, there is only so much we can do. If I have 3 positions for Oracle DBAs, I am going to be talking to as many DBAs as I can to find that are qualified, interested, realistic candidates. If you are not an Oracle DBA, and it is going to take me 2-3 months to fill those positions, no one else is going to be hearing from me during that time. etc. So sadly, many people register with us or send us a resume and dont hear back from us often enough. Maybe I have 500 Oracle DBAs on file but never have a compan y willing to use my services to find a DBA then what? They dont hear from me. I would suggest too that many employed technical people get sick and tired of hearing from recruiters. They get called all the time because their skill set is in such high demand, that we are forever checking in with them to see if the timing is right yet. It is a tough balancing act but at the end of my day, I have to be focused on my client companies needs. I have to find qualified candidates for whatever positions I am currenlty recruiting on. If your skills fit, you will hear from us, if they dont you wont. If your skills are too common, we may only have to call 15-20 people to find 5-6 that are interested. If we do, we are not going to call the other 300 that have the same skills. The key for the candidates is to have a relationship with the recruiter so that YOU are one of the first 5-10 people they call first, when they have an opening. So, my answer to are recruiters worth your time is ABSOLUTELY. But realize what they are all about (heres one example an important read, heres another one)! Unless you are one of the 25 that Dave mentions, they arent going to be your silver bullet. They arent going to get you a job in a week (well, sometimes it might work out that way). I suggest you develop relationships with them to stay on the top of their list. And that includes figuring out how you can provide value to them when you arent looking (i.e., take their calls, and refer them to your buddies). Its all about the relationships, or as Keith Ferrazzi says, the intimate relationships (plural = get more than one recruiter to work with)! Are Recruiters Worth Your Time (Im sure the recruiters reading this post are saying are certain candidates worth MY time?) Within 30 days of getting my own personal pink slip I had 30 recruiters in my network. Ok, let me rephrase that I had 30 recruiters on my Excel Spreadsheet (why wasnt JibberJobber around when I needed it!), with dates of when I had sent my resumes to them. I had even met with two of them in their offices. One turned out to be one of my favorites because he was so honest with me he said Jason, youll find a job for yourself before I find a job for you. I took that as a quasi-compliment and I was a little bumbed at the same time because I thought that finding the right recruiter was like finding the silver bullet. Daves comment started me thinking about what the real recruiter/candidate relationship is like. Oh yeah, the other recruiter that I met with in person oh boy. Theres a lame story. You can read about it here. So, with my 30 recruiters that I had sent resumes to, I had a number that NEVER responded. Not even with an e-mail saying I got it, thanks. I called to follow-up and got somewhat brushed off. I didnt understand what was going on I just couldnt understand this relationship at all. So I have a list of what I would consider LAME recruiters that is, those that heavily advertise to job seekers but cant seem to find their phone or keyboard to get back with you. I know all recruiters are very busy doing important things but it really was shocking to go from General Manager and everyone returns my calls to job seeker and no one, not even the guys that are supposed to be helping me, returns my calls! So after the post on my favorite recruiters I got this e-mail from Dave about WHY recruiters dont return calls. In the recruiter blogsphere this is becoming something of a tired subject (all those recruiters know why they dont return calls) but I think as a job seeker it is critical to understand what your resources are, and how to work with them. That includes what drives them, etc. Here is the unadulterated from Dave (ok, the bolds are my additions check out the last lines!!): To net it out A good recruiter with a great pipeline can fill 2-3 positions a month or about 25-30 year. That is it. So there are 25-30 people that think we are great because we got them a great job with better pay etc. However, simultaneously over the course of that same year, we will receive several hundred, if not thousands of resumes of people that are looking. It is impossible to remember them all. Because our pay check comes from the company and not from the candidates, there is only so much we can do. If I have 3 positions for Oracle DBAs, I am going to be talking to as many DBAs as I can to find that are qualified, interested, realistic candidates. If you are not an Oracle DBA, and it is going to take me 2-3 months to fill those positions, no one else is going to be hearing from me during that time. etc. So sadly, many people register with us or send us a resume and dont hear back from us often enough. Maybe I have 500 Oracle DBAs on file but never have a compan y willing to use my services to find a DBA then what? They dont hear from me. I would suggest too that many employed technical people get sick and tired of hearing from recruiters. They get called all the time because their skill set is in such high demand, that we are forever checking in with them to see if the timing is right yet. It is a tough balancing act but at the end of my day, I have to be focused on my client companies needs. I have to find qualified candidates for whatever positions I am currenlty recruiting on. If your skills fit, you will hear from us, if they dont you wont. If your skills are too common, we may only have to call 15-20 people to find 5-6 that are interested. If we do, we are not going to call the other 300 that have the same skills. The key for the candidates is to have a relationship with the recruiter so that YOU are one of the first 5-10 people they call first, when they have an opening. So, my answer to are recruiters worth your time is ABSOLUTELY. But realize what they are all about (heres one example an important read, heres another one)! Unless you are one of the 25 that Dave mentions, they arent going to be your silver bullet. They arent going to get you a job in a week (well, sometimes it might work out that way). I suggest you develop relationships with them to stay on the top of their list. And that includes figuring out how you can provide value to them when you arent looking (i.e., take their calls, and refer them to your buddies). Its all about the relationships, or as Keith Ferrazzi says, the intimate relationships (plural = get more than one recruiter to work with)! Are Recruiters Worth Your Time (Im sure the recruiters reading this post are saying are certain candidates worth MY time?) Within 30 days of getting my own personal pink slip I had 30 recruiters in my network. Ok, let me rephrase that I had 30 recruiters on my Excel Spreadsheet (why wasnt JibberJobber around when I needed it!), with dates of when I had sent my resumes to them. I had even met with two of them in their offices. One turned out to be one of my favorites because he was so honest with me he said Jason, youll find a job for yourself before I find a job for you. I took that as a quasi-compliment and I was a little bumbed at the same time because I thought that finding the right recruiter was like finding the silver bullet. Daves comment started me thinking about what the real recruiter/candidate relationship is like. Oh yeah, the other recruiter that I met with in person oh boy. Theres a lame story. You can read about it here. So, with my 30 recruiters that I had sent resumes to, I had a number that NEVER responded. Not even with an e-mail saying I got it, thanks. I called to follow-up and got somewhat brushed off. I didnt understand what was going on I just couldnt understand this relationship at all. So I have a list of what I would consider LAME recruiters that is, those that heavily advertise to job seekers but cant seem to find their phone or keyboard to get back with you. I know all recruiters are very busy doing important things but it really was shocking to go from General Manager and everyone returns my calls to job seeker and no one, not even the guys that are supposed to be helping me, returns my calls! So after the post on my favorite recruiters I got this e-mail from Dave about WHY recruiters dont return calls. In the recruiter blogsphere this is becoming something of a tired subject (all those recruiters know why they dont return calls) but I think as a job seeker it is critical to understand what your resources are, and how to work with them. That includes what drives them, etc. Here is the unadulterated from Dave (ok, the bolds are my additions check out the last lines!!): To net it out A good recruiter with a great pipeline can fill 2-3 positions a month or about 25-30 year. That is it. So there are 25-30 people that think we are great because we got them a great job with better pay etc. However, simultaneously over the course of that same year, we will receive several hundred, if not thousands of resumes of people that are looking. It is impossible to remember them all. Because our pay check comes from the company and not from the candidates, there is only so much we can do. If I have 3 positions for Oracle DBAs, I am going to be talking to as many DBAs as I can to find that are qualified, interested, realistic candidates. If you are not an Oracle DBA, and it is going to take me 2-3 months to fill those positions, no one else is going to be hearing from me during that time. etc. So sadly, many people register with us or send us a resume and dont hear back from us often enough. Maybe I have 500 Oracle DBAs on file but never have a compan y willing to use my services to find a DBA then what? They dont hear from me. I would suggest too that many employed technical people get sick and tired of hearing from recruiters. They get called all the time because their skill set is in such high demand, that we are forever checking in with them to see if the timing is right yet. It is a tough balancing act but at the end of my day, I have to be focused on my client companies needs. I have to find qualified candidates for whatever positions I am currenlty recruiting on. If your skills fit, you will hear from us, if they dont you wont. If your skills are too common, we may only have to call 15-20 people to find 5-6 that are interested. If we do, we are not going to call the other 300 that have the same skills. The key for the candidates is to have a relationship with the recruiter so that YOU are one of the first 5-10 people they call first, when they have an opening. So, my answer to are recruiters worth your time is ABSOLUTELY. But realize what they are all about (heres one example an important read, heres another one)! Unless you are one of the 25 that Dave mentions, they arent going to be your silver bullet. They arent going to get you a job in a week (well, sometimes it might work out that way). I suggest you develop relationships with them to stay on the top of their list. And that includes figuring out how you can provide value to them when you arent looking (i.e., take their calls, and refer them to your buddies). Its all about the relationships, or as Keith Ferrazzi says, the intimate relationships (plural = get more than one recruiter to work with)!

10 Traits of Great Leadership Figures - Personal Branding Blog - Stand Out In Your Career

10 Traits of Great Leadership Figures - Personal Branding Blog - Stand Out In Your Career When hiring companies come to our executive recruiters in order to find them a great sales or marketing employee, leadership is always a quality that our clients ask for. Though, for the job seeker, to best be able to give the hiring company what they want, they need to be able to define leadership. Therefore, for your next interviewing gig and to help you obtain a better career, our headhunters have compiled a list of 10 traits of great 44 leadership figures: 1. Leaders know how to deal with adversity. They know that each adversity brings with it the seed of an equivalent advantage. Instead of thinking they are defeated, leaders consistently know that the only limitations they have are set in their own mind and continue to pursue their goals. 2. Leaders create a desire for success in those under them. When managing other people, leaders make those individuals achieve things that they did not think were possible through motivation via sincere interest for their well-being. Leaders don’t demand perfection, but they do demand that their subordinates reach goals that average managers would not have dreamed possible. 3. Leaders know how to make unpopular decisions and can make decisive decisions in a quick, yet well thought-out manner. When necessary, they take matters into their own hands even if the subordinate consensus says to do otherwise. They are decisive; they don’t waiver. 4. Leaders don’t treat every subordinate the same, rather they give recognition where recognition is due and, unfortunately give reprimand where reprimand is due. However, they are not afraid of reprimand as weeding out poor performers is for the greater good. 5. Leaders are optimistic, energetic and their enthusiasm trickles down to those under them. Leaders don’t think about defeat, rather they treat hurdles as just another challenge which is part of the job of a leader. Leaders know that the attitude in the office starts and ends with them and embrace the importance of optimism around the office. 6. Leaders dream. Edison who was the world’s greatest inventor went from a telegraph operator to a name that will live on in American history because he had a vision and pursued it despite setbacks. Leaders know that these dreams don’t happen overnight, but they also know that dreams must be clearly conveyed to the subordinates so everyone is on board. 7. Leaders listen as they know they don’t have all the answers, rather they gather all the information then make the best decision that they feel exists. They don’t accept mediocre ideas from their subordinates, rather they demand imagination, innovation and vision. 8. Leaders are team players and exist not to serve themselves, but to serve a great good which is the benefit of those under them and the well-being of the company, though not the entity, rather each individual in that office whom they consider a team member. 9. Leaders have faith. They have a belief that if the work that needs to get done is completed, their goals will be met. While many get discouraged when pursuing goals that prove difficult, leaders have faith that they will be rewarded for their efforts and this positive attitude drives not only them, but their subordinates as well. Leaders have faith in themselves and faith in those under them. 10. Leaders are self-confident. They are able to dispute self-doubt in a manner that leads to action rather than capitulation. They not only practice self-confidence, they demand it from themselves and make those under them confident in their abilities. Author: Ken Sundheim  is the CEO of  KAS Placement  a recruiting firm based out of New York City.

4 Essential Characteristics for a Good Wellness Initiative

4 Essential Characteristics for a Good Wellness Initiative According to  Deloitte research, nearly 2.8 million employees are quitting their jobs every month, with many citing a ‘lack of empowerment’ as the key reason. Nowadays, staff engagement is down to so much more than trips away and pay rises, with more and more employers understanding there is a strong need to focus on effective health and wellness initiatives to keep their teams happy and focused at work. With this in mind, we’ve listed the four key steps to introducing a successful wellness initiative in your workplace: 1. Be flexible accessible When looking to develop a wellness strategy that can be integrated throughout the entire business, it is important to make it as inclusive and accessible as possible. To successfully accomplish this, you will need to communicate with all levels to secure company buy-in. This can be achieved by providing one-to-one sessions between senior and junior team members as well as running group meetings, ensuring everyone is fully informed of the details and long-term goals. On top of this, employers could also try introducing ‘change champions.’ This is a group of employees who work to improve the health and culture of the workplace by socially connecting with others and helping to educate co-workers about readily available programme offerings. 2. Health comes first Businesses are learning the importance of developing a culture-first mentality, looking at the ‘total quality of life’ when it comes to employees to help boost their productivity and overall wellbeing. At Express, we have been able to experience the benefits of this approach first hand. We worked closely with our client Airwair to deliver healthy food options in support of its company-wide wellness initiative. The company’s offerings include providing employees with treadmills for use during meetings, designated wellness rooms in each office and on-site massages. The healthier approach to workplace nutrition received positive feedback from Airwair’s employees’, with staff reporting the investment in their health made them feel more valued in the workplace. 3. Food, glorious food ‘We are what we eat’ â€" a famous saying that has great meaning in the workplace! In today’s health-conscious society, employers have a responsibility to provide healthy food choices to their staff, with studies showing that employees who eat well are, on average, 25 percent more likely to perform better. However, to help create a more productive environment, employers don’t necessarily have to come up with particularly extravagant solutions. Just by updating your refreshment facilities and providing healthier food alternatives in the office, you will be supporting employee wellbeing and making a positive impact all around. 4. Be more responsible Studies suggest 79 percent of people would prefer to work for a socially responsible company and combined CSR and wellness initiatives improve collaboration, innovation and soft skill development. With employees and consumers demanding more from their local businesses, how can employers ensure practices stay up-to-date and fresh enough to gauge maximum interest? By employers creating a calendar of CSR-related events for all to participate in throughout the year, they will be encouraging maximum staff participation and dissolve the notion of it being a ‘tick box’ exercise. Incorporating these initiatives into everyday activities or small events such as cycling to work, bake sales or lift sharing schemes â€" means employers will see a large impact on workplace morale as well as using smaller projects to complement more long-term corporate objectives. About the author:  Rachel Whitford, is the Area Retail Manager â€" City of London, of  Express Vending.

10 Ways to Embrace Your Lunch Break

10 Ways to Embrace Your Lunch Break Lunchtime. Its one of the best times of the day, where you can take some time to indulge in a sweet, sweet Meal Deal, munch on some sushi, or nibble a nectarine to get you pepped up for the afternoon. But eating isnt the only thing you can do in your lunch break. Ive come up with 10 ways to spend your lunch break in order to make your afternoon a breeze: 1) Have a mini spa  hour! To feel really refreshed for the afternoon, why not treat yourself to a mini spa experience! Doing this will make you feel pampered and relax you for the upcoming afternoon. Cleanse your face and apply your favourite moisturiser in circular motions on your face this improves circulation and will make you look and feel  more spritely. Apply a rich hand moisturiser and then take 10 minutes to close your eyes and breathe in and out deeply. Youre going to be feeling zen! 2) Go on a Google Map holiday: So you have to be in a meeting with a client at 1.30pm so you cant go on an actual holiday, but nothings stopping you from going to your dream destination via Google maps! Street view is a beautiful thing so why not virtually stroll down a cobbled Parisian street? Its miles better than a stroll down Clapham High Street for a Greggs pasty! 3) Meet the love of your life: I cant guarantee that youll actually meet the love of your life, but its worth a try right? Theres a new trend on the dating scene, and its all about super quick dating quick enough that you can fit it into your lunch break with room for a sandwich! Search for super speed dating online to find a rapid romance near you! 4) Meet some friends for lunch: Meeting friends from outside of work at lunch time really breaks up the day. Its really important to allow yourself an actual break from work, so meeting up with a friend will ensure that you really relax and let work go for an hour. Breaking up the day like this also seems to make the day go much faster! Im not complaining! 5) Gym it up: Why not use your lunch hour to do something REALLY productive? Going to the gym in your lunch break will not only get your blood pumping, but exercising releases endorphins which can actually make you feel happier. Youll also feel much more energised for the afternoon, so you can wave goodbye to that 3pm slump! 6) Network: Networking over lunch is a fantastic and relaxed way to get to know potential clients or customers. Meetings dont have to be done in a boring, grey board room. Move it to a funky restaurant and youve got something to talk about, which will make the meeting more relaxed. 7) Unplug: You lunch hour is the perfect time to unplug. Leave your phone at the office, leave your desk and go for a wander without technology. Doing this will allow you to properly relax and take a break. 8) Power nap: Power naps are proven to improve your alertness and enhance creativity. Having a cheeky 20 minute power nap on your lunch break isnt lazy, its good for your health! Just dont fall asleep on your desknext to your boss 9) Go for a stroll: This has the same benefits of going to the gym, but with less sweat! Going for a walk will get your blood pumping, improving your motivation and concentration in the afternoon. 10) Full body stretch: Theres no better feeling than a full body stretch and lunch time is the perfect time to do it! Make sure you stretch out all your muscles, from your head to your toes! Have you found the love of your life in your lunch break? Or do you ever visit  The Maldives from your desk? Let me know how you embrace your lunch time!

Dont Be a Snob about Career Advice - CareerMetis.com

Don't Be a Snob about Career Advice I have found that the best way to manage myself is by asking for a lot of help. The question is, how do you know who to take advice from?The answer is not always intuitive. For example, you’d think that if Bill Gates wants to give you career advice, you should take it, right? I mean, the guy’s had a pretty decent career. The problem is that if he doesn’t care about your career, he’s going to give you generic advice.Here are five other counter-intuitive principles I have used to figure out who to listen to when it comes to my own career:1. Listen to people who hate youevalevalPeople ask me all the time how I put up with the level of criticism this blog draws. The interesting thing about taking advice from people who don’t like me is that sometimes, they’ll say things that other people wouldn’t say because it would hurt me. I rely on my gut in terms of whose criticism comes from caring and understanding and whose criticism comes from an obsessive need to take me down, but after I figure that out, I still pay attention to my critics.2. Stop thinking your issues are especially difficultThe most important piece of self-knowledge is that our problems are not unique. If you had problems no one else has, then no one will understand you enough to help you. But the truth is that it’s pretty easy to see what someone else should be doing if you have distance from a problem. So don’t be a snob about who to take advice from. You don’t need a “career expert.” You don’t have the world’s most sophisticated problems. If you are articulate about framing your problem, most of your friends can give articulate, useful guidance for solving the problem.3. Less experience often means better adviceWhen it comes to finding a mentor, the most effective mentors are 3-5 years ahead of you in the workplace. Those are the people who have the best memory of what it was like to be where you are. In today’s workplace this is especially true. The rules are changing s o quickly, that many times someone who has a lot more experience than you do will also be out of touch with what the workplace is like today. I find that this is a big problem when people rely on their parents for advice.4. Be wary of people whose lives look perfectHappiness researchers have known for a long time that if you ask people directly if they are happy in their career, most of the time they’ll lie. This makes sense because if someone has invested tons of time in getting to where they are, it’s a really tough thing to say they’re unhappy; then they’d have to take action to change. So you’re often better off just watching people. Many people hide their lives â€" they want you to think things are going perfectly, and they’re always making great decisions, so they don’t tell you the parts that are a mess. But sometimes, you come across people who are willing to show you the messy parts, and you can learn the most from these people. This is why I like reading abou t celebrities. They can’t hide as much as non-celebrities, so I can learn more about what works and what doesn’t.5. Stick with people who give you bad adviceevalIf you’re getting advice from someone who has never steered you wrong, then you’re not asking this person enough questions. After a while, someone who has given you a lot of advice will falter. Because no one is perfect, and no one can do as well at running your life as you can. So if you find someone who is giving good advice, push harder, until you get to their limit. Everyone gives bad advice sometimes, even me.In some respects, bad advice might be better than good advice. Because what you really want is advice that makes you think in new ways about possibilities for yourself. So when it comes to taking advice, you still have to have your inner compass. You can’t blame anyone else for where you end up. But, in a way, that’s good news. Because if you are responsible for where you are, if you don’t like it, yo u can get yourself to a new spot. This means that you should gather lots of advice, but be aware that sometimes, you need to ignore it. After all, what is the fun of life if we can’t make our own mistakes?

Its About The Team

Its About The Team At today’s Varsity Sports Award ceremony at my daughters’ high school, I was heartened to see the next generation of leaders and reassured that, at least in a small corner of England, affirmative life lessons are being taught and learned. This is a sports program that is about more than simply winning.   It is a program that exudes class and sportsmanship in the very best sense. Team captain after team captain got up and spoke of leadership, gratitude, and the importance of team.   To quote one young man, “What matters most is the chemistry we built as a team and not the medals and awards that we may have won.   Years from now, when these are packed in boxes or in places we can’t remember, we will still have our friendships, the camaraderie and our memories of working and playing together.” Then there were the two teammates who were named to the “All Tournament Team” in their sport and chose to dedicate their award badges to their teammates.   They placed their badges onto a plaque on which the name of every teammate was inscribed, which will go in the school’s trophy case.  In their minds, it was the whole team that deserved the honor, not just two individual performers. Finally, there was the team that never gives an MVP award because the team ethos is so strong that making such a distinction seems artificial.   Some may call it an excuse to avoid singling anyone out, but when I saw them standing as brothers on the stage, it was clear that this is no gimmick, but rather the way that this group of players think. In a world of individual achievement and competition, it is refreshing and reassuring to see that teamwork, fair play and positive role models can be plentiful.   Well done to all.

Learn How You Can Create A Professional Resume That Gets Noticed

Learn How You Can Create A Professional Resume That Gets NoticedIf you have been looking for a way to better your chances of getting a job at a company that suits your needs, then it might be time to look into resume writing over 50. Perhaps you will be wondering how you can make the resume more professional looking, and how much more professional with the experience and education that you had could affect the final product. Whether you are employed or not, there is no reason that you cannot present yourself professionally when it comes to looking for a job.Resume writing over 50 will benefit any employer who considers hiring someone with experience in the same field. Of course, it might not be the best idea to do this for every position that you apply for. In other words, you want to focus on the jobs that you feel are important. Otherwise, you will just end up having the same resume twice over.Resume writing over 50 will also improve your chances if you have medical insurance. This is because employers will be curious about the level of your medical history if you are asking them to look over your resume. In fact, they may find out that you were the victim of an accident, which could benefit you tremendously.Although a computer can take the place of a hard copy resume, you can still use this format for your resume writing over 50. In fact, you should be using it to expand upon other work you have done, and get references from previous employers.In addition, if you do not have a lot of work experience under your belt, but you are looking for a job anyway, resume writing over 50 can be the perfect way to highlight your experience and skills. It does not matter if you have worked as a receptionist or a salesperson.In fact, if you have the opportunity to do more work for a company, then you should always use resume writing over 50 to showcase your expertise. Even if you were able to write an excellent email marketing strategy to target their most lucrative custom ers, you should be able to show them that you are good at strategy-building as well.Resume writing over 50 will certainly make you stand out among your competition. You can also look into it in terms of when your resume is due, and if it has not been received, then you may want to get in touch with the company and let them know.